Hrd Strategies

HRD Strategies: A comparison Presented By Rohit Harit

Overview  Introduction to HRD strategies.  Identification of two different organization with different environment and core technologies.  Identification of similarities and differences.  Conclusion.

HRD strategies.  What is HRD strategy?  Major types of HRD strategies.

What is HRD strategy?  HRD Strategy is a plan that defines how the human resources would be utilized through the use of an integrated array of training, organizational development and career development efforts to achieve individual, organizational objectives.

Types of HRD strategies.  Communication strategy. – In today's scenario it is essential to educate

and train employees about the change.

 Accountability and ownership strategy – Employee’s accountability and ownership

leads to higher productivity and customer acceleration.

Types of HRD strategies.  Quality Strategy – Quality needs to be fostered in the employees

through training and development.

 Intrapreneurship Strategy – Every employee needs to be an independent

entrepreneur, who can generate ideas and bring them to reality by using the existing resources and support of the org to create innovative and creative products and services.

Types of HRD strategies.  Culture building Strategy – Organization’s valuing its employees have a sustainable

competitive edge over competitors because employees are highly charged, motivated and commitment to the org.

 Systematic Training Strategy – The planning and organization of formal on-job training and

off-job training leads to improving vital employee characteristics, build and sustain appropriate work culture and brings in more professionalism in action

Types of HRD strategies.  Learning Strategy – Continuous

learning and development environment promote self development of employees , of self and by self.

Identification of organizations  Siemens.  Nestle.

SIEMENS  Global electronics manufacturing firm.  Global HQ based in Germany.  Half a million employees.  Siemens products touch all our lives, ranging from kitchen equipment to power generation and from traffic lights to hospital scanners.

Siemens:Environment  Emphasize on team work culture.  Wants all of its employees to be truly involved in the business and to feel part of its success.  Employees need to know how they fit into the business.  With this in mind Siemens establishes clear expectations.

Siemens:Environment  Targets for individuals are related to targets for the whole business

Siemens:HRD strategy  Delivering the HRD strategy through employee engagement.  Key pillar of Siemens strategy alongside performance and portfolio, operational excellence and corporate responsibility, is the way it manages, develops and motivates its employees.

Siemens:HRD strategy  People excellence the key strategy for Siemens. – Achieving a high performance culture. – Increasing global talent pool. – Siemens leadership excellence program.

Nestle  World's foremost Nutrition, Health and Wellness Company.  Global HQ based in Switzerland.  265000 employees.

Nestle:Environment  Success of a corporation is a reflection of the professionalism, conduct and the responsible attitude of its management and employees.  Rich Diversity; operates in many countries.  Respect for local laws, religions and beliefs.

Nestle:Environment  Believe in people than in systems.  Continuous improvement rather than drastic changes.  Continuous training and development of people.  Importance on professional development of employees.

Nestle:HRD strategy  Training.  International Assignments.

Nestle:HRD strategy  Training – Training by Nestle people only. – Each country has separate training center. – E-learning, Classroom sessions. – Rive-Riene: creating ‘agents of change’,aimed

at creating leaders.

Nestle:HRD strategy  International Assignments: – Exposure to multicultural values and

environments. – Focuses on gradual and comfortable learning.

Identification: Similarities and Difference  Similarities.  Differences.

Similarities  Both organizations focused on learning strategy.  Both organizations wanted employees to be part of the business.  Development of employees was the major strategy of both organizations.

Differences  SIEMENS

 NESTLE

– Team culture emphasis.

– No such emphasis.

– Proper Target setting.

– Continuous training.

– Employee engagement.

– Professional

– Talent management

development of employee. – Emphasis on multiculture learning.

emphasis. – High performance emphasis.

Conclusion  Both the organizations focused on employee development ,however one was concerned with experiential learning the other followed a systematic method.  Nestle was towards leadership development because it deals with different culture and requires its employees to manage such diversity properly.  Siemens was more of quality oriented firm and thus, was concerned with individual excellence, coordinated with organizational development.

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